Developing supervisory skills
Duration: 3 days




Developing Supervisory Skills

Trainer: Anil Bhatnagar

Duration: 3 days

A. About The Workshop

This workshop Developing Supervisory Skills is a rare workshop with a difference. It makes participants aware of their responsibilities as a supervisor, help them set for themselves their personal goals as a supervisor, and makes them aware of the common mistakes supervisors do and also of some time tested best practices that they need to keep in mind in order to achieve their goals as an effective supervisor.


The workshop takes into account the fact that each one among us is a natural supervisor without knowing it consciously, and builds on from there. It helps the participants discover and effectively fulfil their functions as a supervisor.

B. Objective

To sensitize the front line executives towards the importance of effective supervision and to make them aware of the common pitfalls while providing them with power-packed strategies for becoming effective supervisors.

C. Contents

First Day

Fore Noon Session



·         The power of questions in raising level of awareness

·         The Five Rules of Awakening Excellence

·         Six Stepped Positive Change Cycle

·        The Habit Tank and the knowledge tank

·         The Power of Beliefs

·         How to keep the flame of workshop alive after it is over


Post Lunch Session


The fundamentals of effective supervision

·              What does a Supervisor need to coach on : Motivation, Skills development, Attitudinal transformation

·              The gap between Potential and performance

·               Five responsibilities of a supervisor:

1.    Team Members (Developing them through coaching and mentoring/ Understanding and fulfilling their aspirations/ Keeping good relations with and among them),

2.    Team Building (keeping their morale and motivation level high/ Resolving conflicts/ developing team spirit),

3.    Setting and Achieving SMART Goals (by organizing, allocating and guiding the work)

4.    Transparency, &

5.    Handling Resources

·               Four challenges for a supervisor: Motivate & mentor team members (TM), manage conflict (TB), develop a high performing team (SAAG), and Measure performance justly (T),

·              How would you like to be rated by your team on these three things: fostering clarity on vision, Projecting a courageous spirit, Enthusiasm level


Second Day

Fore Noon Session


Team Building

·         Learning the difference between a group and a team.

·         Criterion to check the effectiveness of a Team.

·        Checking where we stand in relation to the five team needs at present

·         Advantages of team building (what do we lose or gain personally)

·         Why people don’t give their best if so much is at stake?

·         The four stages of team building and the role of the supervisor in each of these stages.

·         Managing Conflict:

·               Types of conflict

·               Seeing conflict before it becomes a problem

·               Guidelines for managing conflict

·               Mistakes a supervisor may do in handling conflict.

·               Using conflict as an opportunity for all round improvement


Post Lunch Session

Team Member fulfillment

·            How to develop a personal habit and a team culture of instant and authentic appreciation/recognition

·        Keeping the Word

·        Developing deep emotional bond with the subordinate.

·         Using the sandwich technique to give difficult feedback precisely with the desired impact.

·        How to give negative feedback while raising others’ self esteem

·        Different kinds of management styles and advantages of the coaching style

·        The art of asking questions for coaching: Dos and don’ts

·        Dealing with problem behaviour

Third Day

Fore Noon Session

Setting and achieving goals

·         Being proactive by developing your ‘Problem Sensitivity’ muscle

·         Noticing the warning signals

·         Understanding Performance and End goals

·         Setting SMART End Goals (including the goal of team building)

·         Splitting End Goals in to SMART performance Goals

·         InputàProcessàOutput

·         Performance, learning, and joy

·         Learning from mistakes

·         Developing SOP-checklists  for all the kind of activities we perform.

·         Introducing wisdom bubble between two activities.

·         What, when, why and how to document.


Post Lunch Session

Setting and achieving goals contd…

·         Staying on the path through team involvement, regular reviewing, ceaseless learning, and control systems.

·         Achieving Goals through PIOR Cycle (Plan-Involve-Observe-Review)

·         The Art of Holding Meetings

o    Purpose/ planning/ getting ready

o    Common mistakes supervisors may commit

o    How to ensure effectiveness and efficiency of the meetings

o    Follow up

Handling Resources/ Transparency within and without

·         The 5 ‘S’s of Handling Resources:

·         Compassion

·         Developing the courage to resist and support appropriately

·         ‘Q’ & ‘A’ for Final clarifications

·         Chalking out an action plan and how to implement it effectively

·         Feedback and Valediction


D. Objectives

After the workshop, the participants shall have learnt how

  • To identify the right goals for the team and achieve them by synergizing, and maximizing the efficiency and effectiveness of each member of the team.
  • To anticipate, arrest and speedily resolve conflicts
  • To maintain high standards of performance and ceaselessly improve them by
    • developing a sense of responsibility and ownership among the team members.
    • inspiring and sharing the skills to enable every team member contribute his very best to the team with passion.
    • building and maintaining a cohesive, happy, positive, committed and enthusiastic workforce, and
    • keeping the morale and motivation level of the team high.


E. Methodology:

Each unit shall have 6 phases:

·         Intro (Story, anecdote, belief questionnaire etc. to introduce the concepts)

·         Acquisition of concepts (Small group discussion, exs, puzzle, Debriefing etc.)

·         Practice (Role plays, Group exs, case studies etc) ,

·         Recapitulation (Each participant to contribute what s/he learnt ),

·         Proposal for application (group discussion and presentation on where and how the learning points can be applied),

·        Journal keeping (Each participant to select from the group proposal his/her own pick and make a time bound commitment for implementation and giving a once in three months feedback on progress and bottlenecks).








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